That's why job descriptions should not be authored by hiring managers alone. Most of the time, it's not the employer, it's the hiring manager who has unreal ex

That's why job descriptions should not be authored by hiring managers alone. Most of the time, it's not the employer, it's the hiring manager who has unreal expectations. This is driven in my opinion by multiple factors including but not limited to: Unreasonable expectations created by hyperspecialization and role blending as part of corporate restructuring, or as pushed by the investors/stakeholders that follows economic recessions. The expansionary period that follows provide people opportunity to leave, providing more liquidity in the labor market. So talent leaves for greener pastures and now you have a hiring manager who's direct report has left them with a gaping hole and finance dictates that you have 1:1 for this spot. So you type of the list of roles and responsibilities and send your requisition to HR to help find candidates. Meanwhile you assign out duties to remaining team members because work must get done. The search lingers because the hiring manager looking for the proverbial purple squirrel, meanwhile the team seems to be handling the workload with no measurable impact on quality. This then just repeats itself over and over, at companies large and small. This is only one use case, there are many, but I think one that plays a big part in the problem of job search and matching talent with opportunity.